Forbes: 15 Reasons Your Best Employees Quit And How To Stop Them

Forbes: 15 Reasons Your Best Employees Quit And How To Stop Them

15 Reasons Your Best Employees Quit And How To Stop Them

Employees leave for lots of reasons. A recent Fast Company article argued that employees who change jobs more often get paid more and have higher learning curves.

But what about the companies who are left in the lurch? As expensive and costly as the job hopping tendency is for employers, they can take steps to spot the warning signs and understand the reasons why employees may be planning to jump ship. Below, members of Forbes Coaches Council share 15 reasons the best employees may quit and how to stop them.

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They Are Underutilized And Not Recognized For Their Talent

Great employees are overlooked all of the time due to the company agenda and goals for the year. While getting lost in the shuffle of responsibility, talent is often underutilized and core strengths or efforts aren’t recognized. Look for disengagement and burnout. Find ways to leverage their talents in new ways to support meeting goals and elevating the whole team’s performance.    –  Jen Kelchner

 

This article has a mention by Jen Kelchner or is authored by Jen Kelchner and was originally posted on Forbes.com. Jen Kelchner is a founding member of the Forbes Coaches Council and frequently writes on leadership and the workplace.

Forbes: 13 Ways To Deal With Unexpected Career Turns

Forbes: 13 Ways To Deal With Unexpected Career Turns

13 Ways To Deal With Unexpected Career Turns

Many people end up with jobs and lives they didn’t expect. If you’re unhappy with the direction your career has taken, however, not all is lost — changing your circumstances can start with a simple mindset shift.

We asked Forbes Coaches Council to provide one tip for achieving greater alignment between your passion and your daily work, especially considering that competition is often fierce and you may be forced to take a job you didn’t plan for. Their best tips are below.

 

 

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Create A Personal Mission Statement

Create a one-sentence personal mission statement that sums up your foundation of purpose in life. For instance,”To affect a change in people and places every day.” It becomes a guardrail for your day-to-day actions and decisions. You will always be in alignment regardless of the temporary work situation you are in. You’ll always have a sense of achievement and satisfaction daily if you do this.

Jen KelchnerBroadwell Group Inc. 

 

This article has a mention by Jen Kelchner or is authored by Jen Kelchner and was originally posted on Forbes.com. Jen Kelchner is a founding member of the Forbes Coaches Council and frequently writes on leadership and the workplace.

Forbes: 13 Ways Leaders Can Better Understand The Unique Strengths Of Their Team Members

Forbes: 13 Ways Leaders Can Better Understand The Unique Strengths Of Their Team Members

13 Ways Leaders Can Better Understand The Unique Strengths Of Their Team Members

Understanding the unique strengths of your team TISI +% is the surest way to both help your company achieve its larger goals and help employees feel engaged and motivated. But understanding each individual’s strength is a practice in psychology that involves empowering and aligning talent with work opportunities.

We asked 13 professional coaches of Forbes Coaches Council howleaders can incorporate a strength-based approach to their management style. Here’s what they said:

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Ask What Responsibility Or Task Makes Them Feel Energized

Everyone’s unique talents are often discounted because it feels as easy as breathing to them. Take the time to ask questions to discover these hidden gems in your people. When someone feels excited and energized by their tasks, it usually is a strong talent or passion they have. Leverage this knowledge for higher performance and productivity.

Jen Kelchner

 

This article has a mention by Jen Kelchner or is authored by Jen Kelchner and was originally posted on Forbes.com. Jen Kelchner is a founding member of the Forbes Coaches Council and frequently writes on leadership and the workplace.

Forbes: 12 Ways Companies Can Create More Trust In Their Leadership

Forbes: 12 Ways Companies Can Create More Trust In Their Leadership

12 Ways Companies Can Create More Trust In Their Leadership

Studies have shown that mutual trust within organizations corresponds to stronger financial results — but that’s not all. According to a survey from HCI , it also influences employee retention, engagement and productivity. “Trust is a decision we all make to empower others to affect us — and it is created around the interactions we have based on that decision,” states the report.

When leaders are competent at what they do, meaning they effectively communicate and show trust in their employees, a natural dynamic develops where those behaviors are mirrored back to them. Below, we asked 12 members of Forbes Coaches Council to name one strategy that larger companies can use to create more trust in leadership. Here’s what they said:

 

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Be Open With Your Failures

Along with transparency, leaders need to be vulnerable with what may be perceived as failures. It isn’t about spinning a situation anymore. It is about being honest and forthright with what didn’t work and what we are going to do about it together. People want to know they are part of something bigger. Seeing these qualities in leadership will begin to forge tighter bonds of trust and loyalty.

– Jen Kelchner

 

This article has a mention by Jen Kelchner or is authored by Jen Kelchner and was originally posted on Forbes.com. Jen Kelchner is a founding member of the Forbes Coaches Council and frequently writes on leadership and the workplace.

Forbes: 11 Strategies Companies Can Use To Overcome The Talent Shortage

Forbes: 11 Strategies Companies Can Use To Overcome The Talent Shortage

11 Strategies Companies Can Use To Overcome The Talent Shortage

Rapid and significant changes in all industries mean new skill requirements in employees. But hiring employees with the right backgrounds is proving more and more challenging for companies today. A recent survey by ManpowerGroup of more than 41,000 hiring managers around the world found that 38% are having trouble filling positions.

Why are some companies having such a hard time finding qualified candidates to fill open positions, and how should they change their strategy? Below, 11 Forbes Coaches Council members explain:

 

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Create Ownership Opportunities

Employee engagement has been flat since 2000 and workforce shifts are occurring. Become intentional about adopting new workplace practices and focusing on people. Knowing what people are good at allows us to plug them into roles of ownership instead of placing them into task-driven roles. People want to be engaged, fulfilled and doing good work. They often aren’t given the platform to do so.

– Jen Kelchner

 

This article has a mention by Jen Kelchner or is authored by Jen Kelchner and was originally posted on Forbes.com. Jen Kelchner is a founding member of the Forbes Coaches Council and frequently writes on leadership and the workplace.

Forbes: Nine Ways To Incorporate Values-Based Decision Making Into Your Career Choices

Forbes: Nine Ways To Incorporate Values-Based Decision Making Into Your Career Choices

Nine Ways To Incorporate Values-Based Decision Making Into Your Career Choices

Values-based decision making means understanding what is most important to you and then incorporating this into your life on a daily basis. Knowing exactly what you believe also helps you make the decisions that naturally lead to a more fulfilling career.

But how can you adjust your priorities in order to shift to this approach? Below, we asked nine members of Forbes Coaches Council how to put values-based decision-making into practice in order to lead a more fulfilling career. Here’s what they said:

 

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If It Doesn’t Align, Don’t Choose It

Values-based decision making requires you to really know yourself, what you stand for, what you’re passionate about, and your purpose. Knowing this allows you to set guardrails for making decisions. Ultimately you become aligned, happier, fulfilled and always on-track, which accelerates success in life and your career. You can’t make bad decisions with this model, as you always remain true to you.

alg  – Jen Kelchner

 

This article has a mention by Jen Kelchner or is authored by Jen Kelchner and was originally posted on Forbes.com. Jen Kelchner is a founding member of the Forbes Coaches Council and frequently writes on leadership and the workplace.

Forbes: 14 Tips For Leading A More Effective Meeting

Forbes: 14 Tips For Leading A More Effective Meeting

14 Tips For Leading A More Effective Meeting

No one likes meetings for the sake of meetings. They disrupt workflow and leave you with the feeling that the organizer doesn’t appreciate your time. This begs the question, what can leaders do to run more engaging, effective meetings?

When you take the time to make meetings useful to those attending, engagement happens naturally. You can take this idea a step further by starting the meeting with an “attention-getter” and ending with specific action requirements for each person. According to members of Forbes Coaches Council, here are several more ways to successfully facilitate a meeting people want to attend:

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Create a parking lot.

Create a “parking lot” for items that arise that should either be discussed offline individually or at another meeting. This will help you stay on track to your agenda, be respectful of everyone’s time at the table, and allow you to remain in control of the meeting. Parked items can be sent out via email as action items post meeting or added to the next meeting agenda.   – Jen Kelchner

 

This article has a mention by Jen Kelchner or is authored by Jen Kelchner and was originally posted on Forbes.com. Jen Kelchner is a founding member of the Forbes Coaches Council and frequently writes on leadership and the workplace.

Forbes: 11 Ways Solopreneurs Can Get Over Their Modesty And Build A Stronger Brand

Forbes: 11 Ways Solopreneurs Can Get Over Their Modesty And Build A Stronger Brand

11 Ways Solopreneurs Can Get Over Their Modesty And Build A Stronger Brand

As a new solopreneur, you face a daunting challenge. You’re ready to work and may even have years of relevant industry experience, but you need to build credibility to attract customers.

Many new solopreneurs lack the confidence needed to put themselves out there. They’re afraid of coming across as boastful or egotistic. But in order to build a truly effective brand, getting in the spotlight is absolutely essential.

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Showcase Your Value Through Action

Create a complimentary offer or free line item that shows off your value and engages the potential client. This allows for your work to speak for itself. Never be afraid to post your prior client testimonials, especially social proof screen shots, to your website! This “proof” will continue to provide credibility and increase your influence through your brand.  – Jen Kelchner

 

This article has a mention by Jen Kelchner or is authored by Jen Kelchner and was originally posted on Forbes.com. Jen Kelchner is a founding member of the Forbes Coaches Council and frequently writes on leadership and the workplace.

Forbes: 11 Ways To Develop A More Inclusive Communication Style At Work

Forbes: 11 Ways To Develop A More Inclusive Communication Style At Work

11 Ways To Develop A More Inclusive Communication Style At Work

If it seems like the fight for female equality in the workplace has stalled out, it’s probably because it has. While women make up more than 50% of the workforce, they only make up 14.6% of executive officers, according to a report from Center for American Progress.

Despite remarkable gains, discrimination at work often occurs unconsciously — and it’s reinforced by both men and women in everyday conversation. How can leaders ensure they’re part of the solution? To find out, we asked members of Forbes Coaches Council to explain how leaders can adjust their communication style in order to be more inclusive.

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Remove Your Preconceptions And Be Open

Most of us carry preconceived notions and stereotypical responses in our heads to assign to people we interact with daily. Remove these limiting beliefs and be open to the person in front of you. Win the conversation by listening and genuinely connecting in response to what you’ve heard. Acknowledge the strengths of your counterpart and create a relationship that leads to mutual success.  – Jen Kelchner

 

This article has a mention by Jen Kelchner or is authored by Jen Kelchner and was originally posted on Forbes.com. Jen Kelchner is a founding member of the Forbes Coaches Council and frequently writes on leadership and the workplace.

Forbes: Seven Ways Companies Can Realign Culture And Vision

Forbes: Seven Ways Companies Can Realign Culture And Vision

Seven Ways Companies Can Realign Culture And Vision

Today’s leaders know that culture and vision are what enable a diverse team to work together toward common goals. This means leaders must take steps to shape the culture and enforce the vision in a cohesive way — and sometimes get rid of past structures that no longer serve the business.

But where do you start? The first step is to recognize when the two are not in alignment.Next , begin taking small steps in the direction that best supports the business’s vision. If you’re diligent about where you focus your attention and the ways you communicate, your team will follow suit.

To learn more about how leaders can realign culture and vision, we asked members of Forbes Coaches Council to share their opinions. Here’s what they said:

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Know Your Vision, Know Your People And Be Adaptable

Use your vision and values as a compass for all decisions in order to stay in alignment to where you are going. Make sure you have the right people on your team. Listen to and know your people as they are mission critical to your success. Stay flexible on the journey while remaining true to your values. Remember that your culture will change as your organization evolves. – Jen Kelchner

 

This article has a mention by Jen Kelchner or is authored by Jen Kelchner and was originally posted on Forbes.com. Jen Kelchner is a founding member of the Forbes Coaches Council and frequently writes on leadership and the workplace.

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